Perceived Relationship Between Motivation Practices and Employee Productivity in Kenya Commercial Bank (Kcb) Limited

Abstract

Employees in any organisation need to be satisfied with their jobs in order to be productive. Motivation practices ensure customer service quality, and contributes to employee retention and commitment. Lack of motivation in return affects productivity. The objective of the research paper was to determine the perceived relationship between motivation practices and employee productivity at KCB. Primary data was used for this research and data was collected using a semi-structured questionnaire. The target population was the top level managers, middle level managers, clerical staff, contract staff and support staff respectively. It was established that the respondents agreed that the management provided opportunity for them to develop personally and professionally, they also agreed that training opportunities increased employee motivation. The study established that the employees thought that job security offered them job satisfaction and motivation. The results from the Pearson moment correlation coefficient established a positive relationship between motivation factors and employee productivity at KCB. The correlation matrix indicated that compensation was highly correlated with conducive working environment (.627) and also highly and positively correlated with interesting and challenging work as indicated by a coefficient of (.793). Employee productivity was highly correlated to compensation (.698) and conducive working environment with a coefficient of (.735). The study recommends compensation, conducive work environment, interesting and challenging work, training opportunities, and job security as the key motivators and for high output from the employees, organisations should implement them, as this would boost their morale which would lead to high efficiency and effectiveness.